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Contemporary Performance Issue

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Commuting is a perfect example of a , 'traffic congestion can steal valuable time from employees' personal lives' (Wells par. 1). The typical employee is concerned with the time lost in commuting to work and not spent at home with their family. The family could be spouse, children, pets, parents, siblings etc.'If your everyday lifestyle started with the concern and time wasted just for commuting to and from work, you already started the day with a strike against you. In the past, this was not an issue with the employer. The employer was concerned with what they had control over at the workplace, if you had other problems, leave them at the door. Lately, it has been pointed out that more can be done for the employee in the field of Human Resources (HR). For example, instead of open parking for everyone at the work place, initiate a preferred parking area for those using some type of car pool. This encourages a social environment to and from work, as well as relieving some employee stress. If all of the employees are in some type of rotating pool, then an extra load of stress is being relieved from some of the employees all of the time, or all of the employees some of the time. Either way you look at it, you can hope to see an increase in concentration and performance. As an added incentive, 'The Transportation Equity Act for the 21st Century (TEA-21), enacted in June 1998, allows employers to offer workers either cash or tax-free reimbursements for parking, mass transit fares and van pooling expenses' (Wells par. 3). This is further enhanced for the employer since the Clean Air Act of 1990. There are about 100 metropolitan areas that mandate air quality goals by reducing vehicle emissions that cause pollution. Some states like California have districts that require employers with 250 or more employees to adopt clean air measures to include trip-reduction programs. All of this results in employees no longer being concerned with traffic or parking or fuel expenses. This is an attractive incentive for retention and also as a recruiting tool. The advantages of adopting a strong program as part of an overall benefits package are clear. Here are some examples of how some organizations have put this to use:
? Bethesda, Md.-based Calvert Group Ltd. estimates that it cut employee turnover in half'from 25 percent to 12 percent'once it put in place a comprehensive transportation benefits program. Some of the perks offered to the investment firm's 160 employees include $75 per month for parking and full reimbursement for public transit fares. About 25 percent of Calvert employees use alternative forms of transportation, says Judy Schober, HR director. Another plus: 'It tips the scale in our favor when a recruit is comparing offerings of other companies to ours,' Schober says (Wells par. 4).
? At Kaiser Permanente, 50 percent of the company's 2,600 headquarters staff in Oakland, Calif., now commute five days a week by a method other than driving alone, says Kathy Gerwig, national manager of resource conservation. 'We created a financial disincentive for parking and driving alone, while ...

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Keywords: contemporary performance management systems, contemporary issues in performance management, contemporary performance management

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